Submission to such conduct is made a term or condition of an individual’s employment;
or

Submission to or rejection of such conduct by an individual is used as the basis or
threatened to be used as the basis for employment or assessments affecting an individual.

Harassment can be written (in print or electronically), verbal, visual, or physical.

Sexual Harassment involves unwelcome sexual advances, requests for sexual favors, and other conduct
of a sexual nature when such conduct: (1) affects a person’s employment or education;
(2) unreasonably interferes with or disrupts a person’s work or educational performance;
or (3) creates an intimidating, hostile, or offensive working or educational environment.

Hostile Environment whether work, learning or on-campus living environment is when, among other things,
such conduct is so severe or pervasive that its effect is reasonably considered by
the individual to be intimidating, hostile, or offensive.

Retaliation is a violation of federal and state law, and of University policy.

Your Responsibility

If you feel you are being subjected to acts of discrimination or harassment, please:

Respond by–

Telling the person that the comments or behavior are unwelcome/unwanted and offensive.

Asking the individual to stop. While each individual must decide how to respond, talking
with the person can be very effective.

Writing a detailed description of what happened specifying how you find the individual’s
behavior offensive including dates, places, times and witnesses.

Contacting campus personnel such as the Human Resources Director, Associate Vice President
of Academic Personnel Services, or Dean of Students, if uncomfortable with directly
confronting the individual or if the harassment/ discrimination has continued.

Referring to the Collective Bargaining Agreement (CBA) as applicable.

Bringing along another individual for support, if needed.

Contacting the Employee Assistance Program (for faculty & staff) or University Health
& Psychological Services (for students), if you believe you need counseling or psychological
support.

If you are confronted with allegations of acts of discrimination or harassment, please:

Respond by–

Remaining calm if contacted by a campus administrator as you may be a respondent to
allegations.

Examining your own conduct to determine if the allegations may be founded or unfounded.

Cooperating if and/or when the independent investigators or fact-finders contact you
by making yourself available for meetings.

Being open and honest when questioned and providing details and context about the
allegations.

Recognizing that you have the right to bring another individual for support when being
questioned during an investigative meeting.

Understanding that an individual has the right to make allegations and file a complaint,
even if you believe they are unfounded or not valid.

Refraining from engaging in acts of retaliation or acts that may be perceived as retaliation.

If you are in a position of authority (Manager/Chairperson/Dean or Director), please:

Respond by–

Taking every complaint seriously and ensuring others do as well.

Contacting Human Resources immediately to present the concern/complaint and to seek
advice.

Creating an environment that encourages faculty, staff and students to forward questions,
concerns and complaints.

Familiarizing yourself with CSU policy and Executive Order Nos. 1095, 1096 and 1097
by visiting the relevant websites (www.fresnostate.edu/hr/).

Recognizing that you have a special responsibility to address an individual who forwards
complaints or concerns of discrimination and harassment.

Remembering that by receiving the concern or complaint the university is placed on
notice. Such knowledge requires the university to investigate the matter; determine
whether prohibited conduct has occurred; and to ensure the conduct stops if the allegations
are founded.